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Article Index » cobra: 10 Most Recent Articles Report Link COBRA FAQs.Rothgerber Johnson & Lyons LLP - August 18, 2005 Our clients ask us some very interesting benefits questions. Here are some of their COBRA questions and the answers to them. Report Link Failure to Define End of COBRA Election Period Proves Costly (pdf).Ogletree Deakins - August 01, 2005 A recent decision of the United States Court of Appeals for the Fifth Circuit stands as a harsh reminder that careful drafting of employee benefit plan documents can be essential to avoiding unanticipated liability. In LifeCare Hospitals v. Health Plus of Louisiana, No. 04-30422, 2005 U.S. App. LEXIS 14640 (5th Cir. July 20, 2005), the insurer of an employer-sponsored health care plan was required to pay more than $250,000 in medical claims on behalf of a former employee of the plan sponsor, even though the former employee arguably had failed to elect COBRA continuation coverage within sixty days of his termination of employment and receipt of COBRA election forms, because the plan document did not specify when the COBRA election period for the plan would end. The Fifth Circuit rejected the carrier's argument that when the plan document fails to define the end of the election period, the election period is limited to the 60 day minimum period required under the statute. Report Link Revised COBRA Notice Requirements.Cooley Godward Kronish LLP. - October 15, 2004 On May 26, 2004 the Department of Labor ("DOL") issued final regulations on the notice requirements for health care continuation coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA"). The regulations provide two safe harbor notices as well as create requirements for two new notices to be provided by employers or administrators. The regulations also clarify the timing requirements for providing the various notices. The regulations will become effective for years beginning on or after November 26, 2004, but may be relied on now. Report Link New COBRA Notice and Disclosure Requirements.Rothgerber Johnson & Lyons LLP - September 20, 2004 The Consolidated Omnibus Reconciliation Act of 1985, or "COBRA," contains detailed continuation coverage rules that apply to a plan maintained by an employer for its employees. In spring 2003, the Department of Labor (DOL) issued proposed regulations with new notice and disclosure requirements for these continuation coverage rules. Report Link Department of Labor Issues Final COBRA Notice Regulations.Jackson Lewis LLP - July 14, 2004 On May 26, 2004, the DOL issued final regulations regarding the timing and content requirements of various notices that must be furnished by employers, plan administrators, workers and their families in connection with group health continuation coverage - commonly referred to as COBRA coverage. Report Link Final COBRA Regulations Require Employer Action (pdf).Vedder Price - July 12, 2004 The Department of Labor ("DOL") recently released final regulations governing the timing and content of notices required by the Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA"). Report Link New COBRA Guidance Requires Employers To Overhaul Notices And COBRA Procedures.Littler Mendelson, P.C. - June 24, 2004 Just over one year ago, the Department of Labor issued proposed COBRA regulations that contained dramatic changes to the content of COBRA notices as well as the manner in which notices were required to be issued. Report Link DOL Issues Final COBRA Notice Regulations.Jackson Lewis LLP - May 28, 2004 On May 26, 2004, the Labor Department issued final rules governing COBRA notice requirements. Generally, the final rules set new minimum standards for the timing and content requirements for providing notice of COBRA group health plan continuation coverage rights to participants and beneficiaries. Report Link COBRA and Domestic Partner Group Health Plan Coverage.Rothgerber Johnson & Lyons LLP - March 15, 2004 We frequently review health plans maintained for employees by their employers. Some of these group health plans provide domestic partner coverage, not only for an employee's unmarried partner of the same or opposite sex, but also for the dependents of these partners. This scenario presents some interesting results under the continuation coverage rules of the federal law called the Consolidated Omnibus Budget Reconciliation Act of 1985, or "COBRA." Report Link DOL Delays Effective Date for Proposed COBRA Notice Regulations.Jackson Lewis LLP - December 18, 2003 The Department of Labor’s Employee Benefits Security Administration has said proposed regulations governing the standards for issuing COBRA notices will give employers at least six months to implement administrative changes required by the new rules after those regulations are finally adopted.
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